I am contended that I am part of this organization which is nonetheless than a family to me.: Zubin Zack, Managing Director, O.C. Tanner.
1. Talk about the latest trends in the HR industry? How are the recruiters enhancing the quality of recruitment?
The industry trends that are currently prevailing are:
1) Intentional Alignment, Strategy and influence to the company culture
2) Technology & Automation across teams in HR – but with the personal touch element with all these processes
3) Workplace of the future – Will AI impact job roles? What will be the culture, policies or practices of the future? What will be the new skills and jobs of the future?
Recruitment process has evolved over the years and the amount of time and energy put in is pretty huge, just to make sure the right talent is taken under the organization’s umbrella. The quality of recruitment can be enhanced by including multiple stakeholder interviews in the procedure, conducting face-to-face interviews over technology, taking assessment and background verification.
2. I have always heard most of the HR’s complaining about millennials joining and a difficulty to cope with them. They have minor but very basic issues like not even getting an email body correct. So what kind of talents do Indian Companies need right now?
Every new generation comes with different energy and ideologies. The way organizations approached generation X may not work with millennials, hence they have to be prepared for it and should welcome and accept the changes. Organizations often make it a mandate to follow what has been administrated till now but I think unless there are specialties, like law which does need individuals to follow under a fixed process, millennials can actually go ahead to break the mainstream. The millennials are not only their workforce but are also their market now, if organizations see to it as an opportunity to bring change instead of challenges, they can cultivate great results. Organizations will have to revise their plan with every changing generation, understand the customers, industry and work objective to train millennial as employees and fulfill their expectations as a customer.
3. What are your best HR Policies that you use to keep your employees motivated?
An organization’s policies are pretty standard and up for all to use it, if the company can afford to and if the company is truly able to live up to the agenda and best practices promised. As an employee recognition company we strongly believe in following on “Walking our Talk” where employee care, appreciation, collaboration, purpose, etc. are the common threads which employees see and expects on a constant basis from their leaders.
4. Do tell us about the Corporate Culture of your organization as an Insider and how does it different from other corporate?
The biggest difference, I can proudly say that there is a genuine concern for all the employees in our organization. It is not difficult to understand as we are in this very business and we follow what we preach. We have seen long term focus of our leaders and their constant efforts to take the right
decision which will be favorable for their employees and clients. I am contended that I am part of this organization which is nonetheless than a family to me.
5. What kind of employee engagement activity does your company do?
Employee engagement is a voluntary action, not something you can impose on an employee. It’s the organization’s culture that motivates the employee to participate and get engaged with the culture. While employee engagement activities are for employees have some bonding time, they also should be focused on making a difference to every individual and add some value.
At O.C. Tanner, our engagement initiatives are focused on Learning & Development, Team building and Culture development activities. It is also essential to let the team bond outside office as it allows space to employees to think and interact beyond their job roles and functions. Hence team building activities such as an offsite or team lunches, work best.
